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Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
A typical predictive validity for an employment test might obtain a correlation in the neighborhood of r = .35. Higher values are occasionally seen and lower values are very common. Nonetheless, the utility (that is the benefit obtained by making decisions using the test) provided by a test with a correlation of .35 can be quite substantial ...
The results are fully aligned with CEFR levels, i.e. the 6-level Common European Framework of Reference for Languages (CEFR). Initially, the test used to evaluate the receptive skills (reading and listening) only, but later the test makers integrated writing and speaking section to the test.
The following is a non-exhaustive list of standardized tests that assess a person's language proficiency of a foreign/secondary language. Various types of such exams exist per many languages—some are organized at an international level even through national authoritative organizations, while others simply for specific limited business or study orientation.
OET on Paper at a Test Venue OET on Computer at a Test Venue and OET@Home® The test tasks, format and level of difficulty remain the same for all the OET tests regardless of the mode of exam delivery. Both computer-based test modes are evaluated by the highly-trained examiners who mark paper-based OET.
The following table may not be read as an indication of what ACTFL level follows from taking a CEFR-aligned test. For convenience, the following abbreviations will be used for the ACTFL levels: NL/NM/NH – Novice Low/Mid/High; IL/IM/IH – Intermediate Low/Mid/High; AL/AM/AH – Advanced Low/Mid/High; S – Superior; D – Distinguished
Test validity is the extent to which a test (such as a chemical, physical, or scholastic test) accurately measures what it is supposed to measure.In the fields of psychological testing and educational testing, "validity refers to the degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests". [1]
The intent of skills-based hiring is for applicants to demonstrate, independent of an academic degree the skills required to be successful on the job. It is also a mechanism by which employers may clearly and publicly advertise the expectations for the job – for example indicating they are looking for a particular set of skills at an appropriately communicated level of proficiency.